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EBP is defined as a strategy for decision making integrating sourced evidences, professional expertise, values and preferences in active decision making (Hume et al., 2021). The background of the concept is in medical sector with eventual application in other sectors such as admin and management, people practice (HR and organisation design) and learning.

Benefits

Working in Riyad Bank for example, EBP is applied in integrating data research process and expertise knowledge for successful decision making. This is in areas of faculty management, admin and OD increasing motivation, reduced turnover and commitment level (Benevene & Buonomo, 2020).

Also, in Riyad Bank, EBP enhances setting of standards consistently with results which can be relied on sourced. According to LoBiondo-Wood and Haber (2021) this improve active decision making by aligning the individual employees goals with the organisation hence success in their operations.

Limitations

When the data sourced in EBP are insufficient in terms of quality, the eventual decision made is not appropriate. As evidenced in Luthans et al. (2021), guaranteeing sourcing and using highly quality evidence guarantee its successful implementation.

A lot of resources and time is used in ensuring a successful embrace of data as part of evidence-based reviews. In Riyad Bank for example, the data which is sourced in EBP demand financial and human resources to be accessed. This hinder successful application of the data.

People Practice Issues

In the CIPD professional map, EBP is categorised as a specialist knowledge (CIPD, 2024). In this case, the issues managed through this include;

Resourcing

Post COVID-19 Riyad Bank operations, foreigners had left the country hence demand for more resourcing. By embrace of EBP, it becomes easier to review sources which evaluate on effective recruitment and implementation of best practice. According to Moullin et al. (2020), EBP guides in use of academic networks, attractive compensation (through benchmarking) and research-based support.

Another example include as part of resourcing, initiating appropriate strategies for enhancing the employees retention. This include coming up with mentorship sessions, career growth workshops and sourcing prompt feedback.

Rewards

EBP guides the application of salary surveys and benchmarking with an intention of establishing best pay package. According to Abubakar et al. (2020), EBP assists in pursuing research on financial and non-financial rewards impacting retention and job satisfaction and adjustment of these pay structures based on their roles.

Also, EBP is important for enhancing recognition initiatives intended to enhance motivation. Riyad Bank for example ensures that the employees working in technical and customer-based services are recognised quarterly for effective customer services.

Organisation Issue

An organisation issue which has been affecting Riyad Bank is reduced employees engagement. This has been affecting cashiers and also IT department teams. This has contributed to 20% increased turnover, reduced team work efficiency and motivation.

By use of EBP, the issue can be managed through;

Working on surveys and focus groups for sourcing data on engagement level and noting what is impacting their engagement. This can include challenges such as immense workload, work-life balance issues, employees recognition and opportunities for capacity development. After identifying these issues, best practice in their management would be recommended with an evaluation and monitoring on its success done by use of EBP.

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SWOT an abbreviation of Strengths, Weaknesses, Opportunities, and Threats  (SWOT) is an analysis tool used to recognise and diagnose varying organisation issues (CIPD, 2024a).

In order to use SWOT analysis to identify issues, this is done through;

Issues– By use of SWOT analysis, this entail identifying strengths and weaknesses of an organisation. This is with improvement areas for example increase turnover identified and managed. Further, it is appropriate for assessing external opportunities an example being market trends and threats including risk management and strategic development (Settembre-Blundo et al., 2021).

Challenges– SWOT analysis is adopted for evaluating the internal and external challenges which impact an entity. This strategy lead to detailed evaluation, capitalising on strengths while managing weak areas and leverage on opportunity with threats mitigate.

Opportunities–  Using SWOT analysis, emerging opportunities in an organisation business environment in alignment with organisation capability is put into account (CIPD, 2024a). This similarly note on internal strengths for leveraging on successful opportunities in an entity.

The significant strengths of use of SWOT analysis in people practice include;

Through the use of SWOT analysis, it is possible to achieve strategic decision-making and aligning development. This is since it note on the internal strengths, weaknesses and opportunities. Further, an organisation understand best practice to leverage on competitive advantage and dominate a market of interest. This is by review of resources available, prevalent market trends and regulations changes.

The drawbacks of SWOT analysis include;

The analysis tool tend to be subjective as the findings are informed by strengths, weakness, opportunities and threats. There are more factors which could be impacting an organisation operation in their business environment. Also, it is not effective in integrating external environment factors which are equally impacting on an organisation performance.

Exit Interviews

Adopting the definition in König et al. (2022), this represent an engagement/conversation between an employee leaving an organisation and a representative or an individual interested with learning from the employee perspective.

Issues-  The collected information identifies the issues which contributed to an employee leaving an organisation. The issues can be pay inequalities, lack of work life balance or even progress with their career.

Challenges– Through the use of exit interviews, it is possible to eliminate simple issues such as pay and move to detailed issues such as inappropriate leadership which need to be improved.

Opportunities– From the outcomes of causes of employees to leave an organisation, an organisation is in a position of recommending best strategy of mitigating future employees exit.

The strengths of this tool include gaining qualitiative insights to understand issues impacting an organisation in their business and hindering their success. The outcome of this is strategic decision making and improving organisation dynamics. The weaknesses being include being voluntarily implemented hence not mandatory amongst the employees. It also fails in obtaining information and data from the employees who leave with speed or unarranged. It would hence be incomplete in analysis of the data.

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The principles of critical thinking include;

Objective rational thinking– Through critical thinking, it is possible to reference on data objectively to identify different issue impacting an organisation in their business environment (Holguín, 2022). This is as opposed to being subjective an using intuitiveness in problem solving. For Riyad Bank organisation, the principle is used in guiding identification of issues, solutions development based on alternatives.

Effective discussion of arguments– By embrace of critical thinking, logic and good decisions are made from the various arguments in place. Individuals ensure that they review overall points of view, generate their summaries and eventually most appropriate result. For Riyad Bank, any argument review is pursued with truth all-inclusive noted.

Elimination of bias–  Critical thinking assists in embracing impartiality in fair-based arguments. When employees conflicts emerge for instance, objectivity is adopted for disputes handling.

Evaluating validity of a source– Critical thinking assists in successfully benchmarking the best practice in other organisations. For instance, it is used to establish reward strategy embraced.

Critical Thinking in my own Ideas

Working in Riya Bank, early 2024, there was a conflict in sales department involving two employees. The source of conflict was on their assigned roles with both employees claiming the other as being the source of failure to execute their roles on time. The conflict had caused delayed in customer handling by the sales department, low-level credibility and many challenges.

I used critical thinking for settlement of the conflict which was affecting the two employees. I benchmarked in different departments on how workplace conflicts were being resolved. The options at hand included dismissal of the employees, transfer to other departments or requiring them to proceed to an early retirement. I ensured I was objective and decided to enrol the employees into a mentorship program to improve their relations with others.

Someone Else ideas

Working in Riyad Bank, when COVID-19 pandemic intensified in late 2021, a recommendation of hybrid working (2 days working from home; 3 in the office) was recommended. The remote working strategy involved different departments in Riyad Bank being implemented successfully. Since this was an idea of the management, I adopted critical thinking to ensure that all employees embraced the strategy. I recommended to the management to ensure that they are facilitating the employees with computers and allowances for internet as this is what other organisations have been doing.

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Word count: Approximately 400 words